Transcript Document
Managing Teachers Managing Change Jo Watson ©Eaquals 06/08/2014 1 Aims • Explore the difficulties of managing change • Share experiences of managing change • Identify some basic principles to facilitate the change process ©Eaquals 06/08/2014 2 Management • The act of getting people together to accomplish desired goals [wikipedia] • Controlling or directing people/resources in a group according to principles and values that have already been established ©Eaquals 06/08/2014 Courtesy Maureen McGarvie (IH London) 3 • The process of getting activities completed efficiently with and through people [University of Toronto] • The art of making people more effective than they would have been without you [John Reh – management consultant] ©Eaquals 06/08/2014 Courtesy Maureen McGarvie (IH London) 4 CHANGE! • Major/Minor • Major – mergers, redundancies, re-structuring, new working practices, external quality assurance (ISO; eaquals; British Council; awarding bodies etc.) • Minor – introduction of new courses, changing room allocation, new course books, exams, technology etc. • Planned/Unplanned • Planned – move to new premises, additional premises, off-site classes • Unplanned – redundancies, reduced working hours – often brought about by external factors, e.g. economics ©Eaquals 06/08/2014 5 EFFECTS of change on.. • The manager (Academic Director, DoS, ADoS, Senior Teacher et al) • The teachers • The support staff ©Eaquals 06/08/2014 6 Process of transition ©Eaquals 06/08/2014 7 What can we do? • Don’t allow the rumour mill to get to work – act quickly to inform and involve employees • Tell the truth, offer reassurance, consult • Be clear with your message and think about how to put it across (remember body language) • Address personal concerns, recognize how people feel • Provide training and keep communicating • Involve employees in reviewing changes • Celebrate success ©Eaquals 06/08/2014 8 Remember……. The knock on effect…. • Other managers and heads of department in the organization • The support staff ©Eaquals 06/08/2014 9 COMMUNICATE! • Develop an internal communication strategy • Communicate promptly • Think carefully about the words you use and how you say them • Think about the process of transition and the emotions generated • Will one message suit all? • Think – face to face or e mail • Get feedback on the communication process, e.g. is it working? If not, why not? • Encourage ownership of the changes by employee involvement where possible • Accept the fact that some people will be unable to come to terms with change and may leave ©Eaquals 06/08/2014 10 Acknowledgements Thanks go to Maureen McGarvie (IH London) for the management quotations Websites; http://www.acas.co.uk (How to manage change) http://www.thechangeblog.com/managingch ange http://www.businessballs.com http://www.mbaworld.com ©Eaquals 06/08/2014 11 ©Eaquals 06/08/2014 12